Purpose

The assessment of patient safety culture (PSC) is a major priority for healthcare providers. It is often realized using quantitative approaches (questionnaires) separately from qualitative ones (patient safety culture maturity model (PSCMM)). These approaches suffer from certain major limits. Therefore, the aim of the present study is to overcome these limits and to propose a novel approach to PSC assessment.

Design/methodology/approach

The proposed approach consists of evaluating PSC in a set of healthcare establishments (HEs) using the HSOPSC questionnaire. After that, principal component analysis (PCA) and K-means algorithm were applied on PSC dimensional scores in order to aggregate them into macro dimensions. The latter were used to overcome the limits of PSC dimensional assessment and to propose a quantitative PSCMM.

Findings

PSC dimensions are grouped into three macro dimensions. Their capitalization permits their association with safety actors related to PSC promotion. Consequently, a quantitative PSC maturity matrix was proposed. Problematic PSC dimensions for the studied HEs are “Non-punitive response to error”, “Staffing”, “Communication openness”. Their PSC maturity level was found underdeveloped due to a managerial style that favors a “blame culture”.

Originality/value

A combined quali-quantitative assessment framework for PSC was proposed in the present study as recommended by a number of researchers but, to the best of our knowledge, few or no studies were devoted to it. The results can be projected for improvement and accreditation purposes, where different PSC stakeholders can be implicated as suggested by international standards.

Purpose

The assessment of patient safety culture (PSC) is a major priority for healthcare providers. It is often realized using quantitative approaches (questionnaires) separately from qualitative ones (patient safety culture maturity model (PSCMM)). These approaches suffer from certain major limits. Therefore, the aim of the present study is to overcome these limits and to propose a novel approach to PSC assessment.

Design/methodology/approach

The proposed approach consists of evaluating PSC in a set of healthcare establishments (HEs) using the HSOPSC questionnaire. After that, principal component analysis (PCA) and K-means algorithm were applied on PSC dimensional scores in order to aggregate them into macro dimensions. The latter were used to overcome the limits of PSC dimensional assessment and to propose a quantitative PSCMM.

Findings

PSC dimensions are grouped into three macro dimensions. Their capitalization permits their association with safety actors related to PSC promotion. Consequently, a quantitative PSC maturity matrix was proposed. Problematic PSC dimensions for the studied HEs are “Non-punitive response to error”, “Staffing”, “Communication openness”. Their PSC maturity level was found underdeveloped due to a managerial style that favors a “blame culture”.

Originality/value

A combined quali-quantitative assessment framework for PSC was proposed in the present study as recommended by a number of researchers but, to the best of our knowledge, few or no studies were devoted to it. The results can be projected for improvement and accreditation purposes, where different PSC stakeholders can be implicated as suggested by international standards.

Purpose

The assessment of patient safety culture (PSC) is a major priority for healthcare providers. It is often realized using quantitative approaches (questionnaires) separately from qualitative ones (patient safety culture maturity model (PSCMM)). These approaches suffer from certain major limits. Therefore, the aim of the present study is to overcome these limits and to propose a novel approach to PSC assessment.

Design/methodology/approach

The proposed approach consists of evaluating PSC in a set of healthcare establishments (HEs) using the HSOPSC questionnaire. After that, principal component analysis (PCA) and K-means algorithm were applied on PSC dimensional scores in order to aggregate them into macro dimensions. The latter were used to overcome the limits of PSC dimensional assessment and to propose a quantitative PSCMM.

Findings

PSC dimensions are grouped into three macro dimensions. Their capitalization permits their association with safety actors related to PSC promotion. Consequently, a quantitative PSC maturity matrix was proposed. Problematic PSC dimensions for the studied HEs are “Non-punitive response to error”, “Staffing”, “Communication openness”. Their PSC maturity level was found underdeveloped due to a managerial style that favors a “blame culture”.

Originality/value

A combined quali-quantitative assessment framework for PSC was proposed in the present study as recommended by a number of researchers but, to the best of our knowledge, few or no studies were devoted to it. The results can be projected for improvement and accreditation purposes, where different PSC stakeholders can be implicated as suggested by international standards.

Purpose

The assessment of patient safety culture (PSC) is a major priority for healthcare providers. It is often realized using quantitative approaches (questionnaires) separately from qualitative ones (patient safety culture maturity model (PSCMM)). These approaches suffer from certain major limits. Therefore, the aim of the present study is to overcome these limits and to propose a novel approach to PSC assessment.

Design/methodology/approach

The proposed approach consists of evaluating PSC in a set of healthcare establishments (HEs) using the HSOPSC questionnaire. After that, principal component analysis (PCA) and K-means algorithm were applied on PSC dimensional scores in order to aggregate them into macro dimensions. The latter were used to overcome the limits of PSC dimensional assessment and to propose a quantitative PSCMM.

Findings

PSC dimensions are grouped into three macro dimensions. Their capitalization permits their association with safety actors related to PSC promotion. Consequently, a quantitative PSC maturity matrix was proposed. Problematic PSC dimensions for the studied HEs are “Non-punitive response to error”, “Staffing”, “Communication openness”. Their PSC maturity level was found underdeveloped due to a managerial style that favors a “blame culture”.

Originality/value

A combined quali-quantitative assessment framework for PSC was proposed in the present study as recommended by a number of researchers but, to the best of our knowledge, few or no studies were devoted to it. The results can be projected for improvement and accreditation purposes, where different PSC stakeholders can be implicated as suggested by international standards.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

The workplace, and more particularly the healthcare sector, has recently experienced a staggering increase in violence. These aggressive behaviors are resulting in considerable consequences on healthcare workers, both in terms of mental and physical health. In light of this observation, this study aims to provide a quantitative analysis of the potential causes leading to violence in Algerian hospitals, which have become the place where tensions arise, especially during these uncertain times caused by the COVID-19 pandemic. Therefore, we started with conducting a field survey, in order to highlight the main causes behind this violence, as well as the strategy in terms of how it is managed as a risk. Then we used ISHIKAWA diagrams to classify predefined causes into several categories and anticipate the likelihood of such violent behaviors. Finally, the results of this study revealed that working conditions were the main cause of violence in Algerian hospitals. In order to remedy this gap, we recommend improving the healthcare staff well-being, as well as prioritizing proactive measures preventing violent behaviors. 

The workplace, and more particularly the healthcare sector, has recently experienced a staggering increase in violence. These aggressive behaviors are resulting in considerable consequences on healthcare workers, both in terms of mental and physical health. In light of this observation, this study aims to provide a quantitative analysis of the potential causes leading to violence in Algerian hospitals, which have become the place where tensions arise, especially during these uncertain times caused by the COVID-19 pandemic. Therefore, we started with conducting a field survey, in order to highlight the main causes behind this violence, as well as the strategy in terms of how it is managed as a risk. Then we used ISHIKAWA diagrams to classify predefined causes into several categories and anticipate the likelihood of such violent behaviors. Finally, the results of this study revealed that working conditions were the main cause of violence in Algerian hospitals. In order to remedy this gap, we recommend improving the healthcare staff well-being, as well as prioritizing proactive measures preventing violent behaviors. 

The workplace, and more particularly the healthcare sector, has recently experienced a staggering increase in violence. These aggressive behaviors are resulting in considerable consequences on healthcare workers, both in terms of mental and physical health. In light of this observation, this study aims to provide a quantitative analysis of the potential causes leading to violence in Algerian hospitals, which have become the place where tensions arise, especially during these uncertain times caused by the COVID-19 pandemic. Therefore, we started with conducting a field survey, in order to highlight the main causes behind this violence, as well as the strategy in terms of how it is managed as a risk. Then we used ISHIKAWA diagrams to classify predefined causes into several categories and anticipate the likelihood of such violent behaviors. Finally, the results of this study revealed that working conditions were the main cause of violence in Algerian hospitals. In order to remedy this gap, we recommend improving the healthcare staff well-being, as well as prioritizing proactive measures preventing violent behaviors. 

Requirements of users in developing countries differ from those of developed countries. This difference can be seen through wheelchair displacement in infrastructures that don't meet international standards. However, developing countries are obliged to purchase products from developed countries that don't necessarily meet all user's requirements. The modification of these requirements will generate disruption on all the supply chain. This paper proposes a model for optimising the cost of requirement modification on the supply chain and seeks to evaluate the introduction of a new requirement on an existing product/process. This model is adapted to the redesign and development of products, such as wheelchairs, satisfying specific Algerian end-user requirements.

Requirements of users in developing countries differ from those of developed countries. This difference can be seen through wheelchair displacement in infrastructures that don't meet international standards. However, developing countries are obliged to purchase products from developed countries that don't necessarily meet all user's requirements. The modification of these requirements will generate disruption on all the supply chain. This paper proposes a model for optimising the cost of requirement modification on the supply chain and seeks to evaluate the introduction of a new requirement on an existing product/process. This model is adapted to the redesign and development of products, such as wheelchairs, satisfying specific Algerian end-user requirements.

Requirements of users in developing countries differ from those of developed countries. This difference can be seen through wheelchair displacement in infrastructures that don't meet international standards. However, developing countries are obliged to purchase products from developed countries that don't necessarily meet all user's requirements. The modification of these requirements will generate disruption on all the supply chain. This paper proposes a model for optimising the cost of requirement modification on the supply chain and seeks to evaluate the introduction of a new requirement on an existing product/process. This model is adapted to the redesign and development of products, such as wheelchairs, satisfying specific Algerian end-user requirements.

Requirements of users in developing countries differ from those of developed countries. This difference can be seen through wheelchair displacement in infrastructures that don't meet international standards. However, developing countries are obliged to purchase products from developed countries that don't necessarily meet all user's requirements. The modification of these requirements will generate disruption on all the supply chain. This paper proposes a model for optimising the cost of requirement modification on the supply chain and seeks to evaluate the introduction of a new requirement on an existing product/process. This model is adapted to the redesign and development of products, such as wheelchairs, satisfying specific Algerian end-user requirements.

In this paper, we consider a coupled system of two nonlinear hyperbolic equations with variable-exponents in the damping and source terms. Under suitable assumptions on the intial data and the variable exponents, we prove a global existence theorem, using the Stable-set method. Then, we establish a decay estimate of the solution energy, by Komornik’s integral approach.

In this paper, we consider a coupled system of two nonlinear hyperbolic equations with variable-exponents in the damping and source terms. Under suitable assumptions on the intial data and the variable exponents, we prove a global existence theorem, using the Stable-set method. Then, we establish a decay estimate of the solution energy, by Komornik’s integral approach.